In an unprecedented exodus, more than 47 million Americans in 2021 quit their jobs, according a recent U.S. Bureau of Labor Statistics report.
Many dub that great migration — driven by the COVID-19 pandemic — the Great Resignation. And there are few signs it’s slowing.
All those departures mean opportunities for jobseekers. But opportunities for whom?
Even as employers increasingly talk the talk about diversifying the workforce — including making it more neurodiverse — candidates with learning and attention issues often aren’t making the cut.
According to Harvard Business Review, neurodivergent unemployment soars as high as 80%.
Not only do neurodivergent jobseekers miss out, but employers lose out on the value these employees add to the company in terms of productivity, culture, and diversity of thought.
In fact, during National Disability Employment Awareness Month each October, the U.S. Department of Labor celebrates the many and varied contributions of America’s workers with disabilities. While learning differences often come coupled with greater abilities, the fact remains that there is still more education that can be done regarding the unique talents of the neurodivergent.
On this episode, we share the experiences of a young neurodivergent professional with attention issues establishing herself in the workaday world.
Next, our expert panel reveals ways that employers can and should leverage the benefits of a neurodiverse workforce.
Later, you’ll meet our latest “Difference Maker,” David Flink, whose personal experience with dyslexia led him to start a national nonprofit aimed at unlocking greatness in the one in five individuals who learn differently.